A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
www.bizlibrary.com/webinars
The document discusses the differences between managers and leaders, and provides descriptions of leadership behaviors. It describes how the skills needed by individuals change as they progress from contributors to managers to executives. Managers focus on compliance and administration, while leaders focus on vision, strategy, and innovation. The document also includes scales to assess leadership behaviors such as external orientation, strategic thinking, delivering results, and communicating vision.
Coaching And Mentoring Level 5 Slides Nov 2009guest13b131d
The document provides information about the ILM Level 5 Certificate in Coaching & Mentoring in Management, including its aims, objectives, assignment details and structure. It outlines the 3 units of the certificate and describes the work-based assignment involving proposing a coaching/mentoring program, undertaking coaching/mentoring sessions, and reflecting on performance. Key coaching and mentoring concepts such as GROW, MEDIC, and feedback models are also summarized.
The document summarizes key aspects of high performing leadership, including six traits of effective leaders, the managerial grid model of leadership styles, contingency models of leadership, and elements of high performing leadership. It describes leaders as vision creators, team builders, task allocators, people developers, and motivation stimulators. Specific strategies and best practices are provided for each leadership role.
Five guiding principles for effective team leadership. Teams often have a "double life" where they seem capable of productive work but also engage in more primitive, disruptive behaviors aimed at making members feel better. Understanding this "double life" can help leaders guide teams productively. The five principles are: 1) Don't ignore team dynamics 2) Pay attention to tasks and dynamics 3) Notice what kind of leader the team needs 4) Encourage useful behaviors 5) Ensure the leader has reflective space away from the team.
The document discusses key traits of effective leaders and models of leadership. It describes six traits of leaders including drive, integrity, self-confidence, intelligence, job knowledge, and desire to lead. It also outlines the managerial grid model, contingency model, and elements of high performing leadership including being a vision creator, team builder, task allocator, motivator, and people developer.
This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
Thanks,
ReKruiTIn.com
# 8855041500
The document discusses the differences between managers and leaders, and provides descriptions of leadership behaviors. It describes how the skills needed by individuals change as they progress from contributors to managers to executives. Managers focus on compliance and administration, while leaders focus on vision, strategy, and innovation. The document also includes scales to assess leadership behaviors such as external orientation, strategic thinking, delivering results, and communicating vision.
Coaching And Mentoring Level 5 Slides Nov 2009guest13b131d
The document provides information about the ILM Level 5 Certificate in Coaching & Mentoring in Management, including its aims, objectives, assignment details and structure. It outlines the 3 units of the certificate and describes the work-based assignment involving proposing a coaching/mentoring program, undertaking coaching/mentoring sessions, and reflecting on performance. Key coaching and mentoring concepts such as GROW, MEDIC, and feedback models are also summarized.
The document summarizes key aspects of high performing leadership, including six traits of effective leaders, the managerial grid model of leadership styles, contingency models of leadership, and elements of high performing leadership. It describes leaders as vision creators, team builders, task allocators, people developers, and motivation stimulators. Specific strategies and best practices are provided for each leadership role.
Five guiding principles for effective team leadership. Teams often have a "double life" where they seem capable of productive work but also engage in more primitive, disruptive behaviors aimed at making members feel better. Understanding this "double life" can help leaders guide teams productively. The five principles are: 1) Don't ignore team dynamics 2) Pay attention to tasks and dynamics 3) Notice what kind of leader the team needs 4) Encourage useful behaviors 5) Ensure the leader has reflective space away from the team.
The document discusses key traits of effective leaders and models of leadership. It describes six traits of leaders including drive, integrity, self-confidence, intelligence, job knowledge, and desire to lead. It also outlines the managerial grid model, contingency model, and elements of high performing leadership including being a vision creator, team builder, task allocator, motivator, and people developer.
This Video provides detail information about Team Management, observation @ work place.
For more details, please log in to www.rekruitin.com
Thanks,
ReKruiTIn.com
# 8855041500
Team leadership in the age of Agile - Roy OsheroveRoy Osherove
More from Roy at 5whys.com and osherove.com .
In this talk Roy explores the three maturity stages of a software team, and how a team leader can adjust their leadership type based on the current phase the team is in. Roy explores common mistakes and techniques team leaders can take to make sure their team gets on the road to craftsmanship and maturity in software development.
I delivered this presentation when I was studying Software Engineering at UTS(Autumn 2010). I was the Project Manager of a team of 20 Software Engineering students and we were developing a Robotic Waste Treament System.
This document discusses leader as coach and provides information on coaching. It outlines that a leader envisions, evaluates, enables, empowers and energizes as a coach. Qualities of an effective coach include high self-awareness, empathy, clarity of mind and a desire to inspire others. Different types of coaching are discussed such as life coaching, executive coaching and sports coaching. Pitfalls of coaching like overconfidence and exhaustion are also outlined. The document recommends preparing for coaching through research, setting objectives and allocating time and energy. Coaching provides benefits like individual development, improved performance and organizational growth.
Transitioning to leadership & management rolesRebecca Jones
Presentation for LMD at SLA 2012 on practical success-oriented ways to move into a new role, especially a new role in leadership & management positions
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. In "Managing the High Flyer", you'll learn how to manage the outstanding performers in your team and keep them motivated to achieve levels of excellence.
This document provides information about leadership development programs for managers. It outlines 4 phases of leadership development programs for junior managers, people managers, and experienced managers. The programs focus on positive leadership behaviors like developing trust, motivation, and empowerment. They include modules on managing yourself, managing others, and managing business. The programs incorporate a variety of learning approaches including theory, real-life experience, coaching from senior managers, and applying learning immediately. The goal is to help managers build high-performance leadership skills to engage and develop their employees through a strengths-based, positive approach.
The 8-step coaching model provides a framework for effective coaching discussions. The steps include: 1) being supportive to build trust and openness; 2) defining specific topics and needs by gathering both perspectives; 3) establishing the impact of current behaviors to create internal motivation for change; 4) initiating an action plan that is specific, measurable, achievable and time-bound by involving the coachee in developing it; and 5) getting a commitment to the plan from the coachee. Following these steps helps ensure coaching discussions are productive and result in real behavioral changes.
9 Unique Traits of High-Performing TeamsWeekdone.com
High-performing teams have several traits in common that make them successful. Some of the key traits include embracing diversity of backgrounds, prioritizing work-life balance for all members, and maintaining laser-like focus on goals. These teams also engage well together both during formal meetings and outside of meetings through open communication. Fostering strengths of all members, healthy debates, and group cohesion are other characteristics of top teams.
Read our presentation on 7 ways to improve team performance and find out how leaders build highly effective teams. In order to improve team working, and build a highly effective team, be sure to spend some time focusing on the points we listed in this presentation.
This document outlines the objectives and rationale for a coaching session aimed at developing leadership skills. It defines coaching as a process focused on unlocking potential and maximizing performance through questioning, listening and establishing goals. The session explores different coaching models and gives participants opportunities to practice coaching skills and assess their own abilities.
The document defines coaching as empowering others by unlocking their potential and helping them learn rather than teaching. Coaching draws out skills and talents within individuals to solve previously unsolvable problems. The underlying belief in coaching is that the coachee has the ability to effect positive changes when their knowledge and competence are drawn out through questioning and commitment to action. Coaching benefits organizations through improved financial and operational performance as well as developing executives and talent. Core coaching skills include rapport building, deep listening, effective questioning, insightful feedback, and focus on processes and results. The GROW model provides a framework for coaching conversations focused on goals, current reality, options, and commitment.
This document provides tips for managers to relax and stay productive in their roles. It discusses managing stress through individual coping strategies like exercise and meditation, and organizational strategies like flexible work schedules. It also covers managing time through prioritizing tasks, preparing to-do lists, and conducting time audits. Managers are advised to delegate routine tasks to develop subordinates' skills and free up time for more strategic work. The document outlines an effective delegation process and discusses leadership styles and becoming a good leader through communication, motivation, and accountability.
This ia a slide show I did for a leadership course. If you wish to have a copy to use, I will send you one free, so long as you give me credit when you use it.
In today’s resource constrained environment, it is more important than ever that people have the right skills, knowledge and opportunities to contribute to their fullest potential. And rather than putting pressure on the bottom line, coaching and mentoring can improve profitability, because people that have been coached and mentored effectively are more likely to grow, succeed, and achieve results.
Coach Approach to Leadership - Conversations for SuccessRay Lamb
Defining coaching for leaders, and a guide to coaching conversations for successful leadership using a 'coach approach' what, why and how of coaching for leaders
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
22 ways to improve productivity in the workplaceClear Books plc
The onus is no longer just on employees to keep their productivity levels high. Employers also have a responsibility to make sure that employees are given an inspiring, flexible and motivating place in which to work. Making just a few tweaks in the way you maintain your workplace can significantly increase employee productivity.
Mike Cardus' How Teams Work - Biggest Team Leader Meeting Mistake Mike Cardus
Team Leaders’ Biggest Team Meeting Mistakes
Give members the chance to get to know one another, build trust, voice expectations and goals, establish credentials, discuss desired roles, raise concerns, etc…
This approach is viewed by some as waste of time instead of a necessary step in creating high performance.
When teams have problems later, everyone gets frustrated and things come to a halt.
This document provides guidance on forming productive teams. It defines different types of teams and discusses the benefits and challenges of teams. Key steps in forming a productive team include clarifying the team's purpose and goals, identifying team roles, selecting committed team members with complementary skills, and establishing clear expectations and rewards. Productive teams require strong leadership, adequate resources, and an understanding of each member's unique contributions to achieving shared goals.
This document discusses coaching and mentoring. It defines coaching as a facilitative process that stimulates and challenges the coachee in a time-bound manner, while mentoring is an ongoing, long-term relationship without a strict structure. Effective coaching requires skills like active listening, questioning, and feedback, as well as emotional intelligence. Several coaching models are presented, including the GROW model, which structures coaching conversations around goals, reality, options, and will/commitment. Managers can act as coaches if they adopt an empathetic approach different from traditional management and address potential resistance from staff.
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
The document discusses challenges in transitioning employees to new manager roles and provides recommendations for support. It notes that 49% of disengaged employees report issues with direct supervisors and 58% of new managers receive no training. A successful transition involves planning through succession planning and developing managers. It recommends building a curriculum based on the organization's definition of success, including competencies like motivating, driving outcomes, building relationships, and legal awareness. The curriculum should have learning objectives, timelines, and development activities like courses, mentoring, and videos.
Sink or Swim? Supporting the Transition to New Manager. Webinar 08.07.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision
Team leadership in the age of Agile - Roy OsheroveRoy Osherove
More from Roy at 5whys.com and osherove.com .
In this talk Roy explores the three maturity stages of a software team, and how a team leader can adjust their leadership type based on the current phase the team is in. Roy explores common mistakes and techniques team leaders can take to make sure their team gets on the road to craftsmanship and maturity in software development.
I delivered this presentation when I was studying Software Engineering at UTS(Autumn 2010). I was the Project Manager of a team of 20 Software Engineering students and we were developing a Robotic Waste Treament System.
This document discusses leader as coach and provides information on coaching. It outlines that a leader envisions, evaluates, enables, empowers and energizes as a coach. Qualities of an effective coach include high self-awareness, empathy, clarity of mind and a desire to inspire others. Different types of coaching are discussed such as life coaching, executive coaching and sports coaching. Pitfalls of coaching like overconfidence and exhaustion are also outlined. The document recommends preparing for coaching through research, setting objectives and allocating time and energy. Coaching provides benefits like individual development, improved performance and organizational growth.
Transitioning to leadership & management rolesRebecca Jones
Presentation for LMD at SLA 2012 on practical success-oriented ways to move into a new role, especially a new role in leadership & management positions
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. In "Managing the High Flyer", you'll learn how to manage the outstanding performers in your team and keep them motivated to achieve levels of excellence.
This document provides information about leadership development programs for managers. It outlines 4 phases of leadership development programs for junior managers, people managers, and experienced managers. The programs focus on positive leadership behaviors like developing trust, motivation, and empowerment. They include modules on managing yourself, managing others, and managing business. The programs incorporate a variety of learning approaches including theory, real-life experience, coaching from senior managers, and applying learning immediately. The goal is to help managers build high-performance leadership skills to engage and develop their employees through a strengths-based, positive approach.
The 8-step coaching model provides a framework for effective coaching discussions. The steps include: 1) being supportive to build trust and openness; 2) defining specific topics and needs by gathering both perspectives; 3) establishing the impact of current behaviors to create internal motivation for change; 4) initiating an action plan that is specific, measurable, achievable and time-bound by involving the coachee in developing it; and 5) getting a commitment to the plan from the coachee. Following these steps helps ensure coaching discussions are productive and result in real behavioral changes.
9 Unique Traits of High-Performing TeamsWeekdone.com
High-performing teams have several traits in common that make them successful. Some of the key traits include embracing diversity of backgrounds, prioritizing work-life balance for all members, and maintaining laser-like focus on goals. These teams also engage well together both during formal meetings and outside of meetings through open communication. Fostering strengths of all members, healthy debates, and group cohesion are other characteristics of top teams.
Read our presentation on 7 ways to improve team performance and find out how leaders build highly effective teams. In order to improve team working, and build a highly effective team, be sure to spend some time focusing on the points we listed in this presentation.
This document outlines the objectives and rationale for a coaching session aimed at developing leadership skills. It defines coaching as a process focused on unlocking potential and maximizing performance through questioning, listening and establishing goals. The session explores different coaching models and gives participants opportunities to practice coaching skills and assess their own abilities.
The document defines coaching as empowering others by unlocking their potential and helping them learn rather than teaching. Coaching draws out skills and talents within individuals to solve previously unsolvable problems. The underlying belief in coaching is that the coachee has the ability to effect positive changes when their knowledge and competence are drawn out through questioning and commitment to action. Coaching benefits organizations through improved financial and operational performance as well as developing executives and talent. Core coaching skills include rapport building, deep listening, effective questioning, insightful feedback, and focus on processes and results. The GROW model provides a framework for coaching conversations focused on goals, current reality, options, and commitment.
This document provides tips for managers to relax and stay productive in their roles. It discusses managing stress through individual coping strategies like exercise and meditation, and organizational strategies like flexible work schedules. It also covers managing time through prioritizing tasks, preparing to-do lists, and conducting time audits. Managers are advised to delegate routine tasks to develop subordinates' skills and free up time for more strategic work. The document outlines an effective delegation process and discusses leadership styles and becoming a good leader through communication, motivation, and accountability.
This ia a slide show I did for a leadership course. If you wish to have a copy to use, I will send you one free, so long as you give me credit when you use it.
In today’s resource constrained environment, it is more important than ever that people have the right skills, knowledge and opportunities to contribute to their fullest potential. And rather than putting pressure on the bottom line, coaching and mentoring can improve profitability, because people that have been coached and mentored effectively are more likely to grow, succeed, and achieve results.
Coach Approach to Leadership - Conversations for SuccessRay Lamb
Defining coaching for leaders, and a guide to coaching conversations for successful leadership using a 'coach approach' what, why and how of coaching for leaders
In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality further
22 ways to improve productivity in the workplaceClear Books plc
The onus is no longer just on employees to keep their productivity levels high. Employers also have a responsibility to make sure that employees are given an inspiring, flexible and motivating place in which to work. Making just a few tweaks in the way you maintain your workplace can significantly increase employee productivity.
Mike Cardus' How Teams Work - Biggest Team Leader Meeting Mistake Mike Cardus
Team Leaders’ Biggest Team Meeting Mistakes
Give members the chance to get to know one another, build trust, voice expectations and goals, establish credentials, discuss desired roles, raise concerns, etc…
This approach is viewed by some as waste of time instead of a necessary step in creating high performance.
When teams have problems later, everyone gets frustrated and things come to a halt.
This document provides guidance on forming productive teams. It defines different types of teams and discusses the benefits and challenges of teams. Key steps in forming a productive team include clarifying the team's purpose and goals, identifying team roles, selecting committed team members with complementary skills, and establishing clear expectations and rewards. Productive teams require strong leadership, adequate resources, and an understanding of each member's unique contributions to achieving shared goals.
This document discusses coaching and mentoring. It defines coaching as a facilitative process that stimulates and challenges the coachee in a time-bound manner, while mentoring is an ongoing, long-term relationship without a strict structure. Effective coaching requires skills like active listening, questioning, and feedback, as well as emotional intelligence. Several coaching models are presented, including the GROW model, which structures coaching conversations around goals, reality, options, and will/commitment. Managers can act as coaches if they adopt an empathetic approach different from traditional management and address potential resistance from staff.
Sink or Swim? Supporting the Transition to New Manager - Webinar 03.27.14BizLibrary
The document discusses challenges in transitioning employees to new manager roles and provides recommendations for support. It notes that 49% of disengaged employees report issues with direct supervisors and 58% of new managers receive no training. A successful transition involves planning through succession planning and developing managers. It recommends building a curriculum based on the organization's definition of success, including competencies like motivating, driving outcomes, building relationships, and legal awareness. The curriculum should have learning objectives, timelines, and development activities like courses, mentoring, and videos.
Sink or Swim? Supporting the Transition to New Manager. Webinar 08.07.14BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Topics we'll discuss:
•Change Management
•Leadership
•Communication
•Coaching
•Collaboration
•Supervision
Sink or Swim? Supporting the Transition to New Manager | Webinar BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around? This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies. Topics we'll discuss:
Change Management
Leadership
Communication
Coaching
Collaboration
Supervision
Developing The Coaching Skills of Your Managers and Leaders BizLibrary
Developing effective coaches in your organization is critical to its success. When armed with effective coaching skills and the inclination to coach workers regularly, managers and supervisors can dramatically uplift business results and the performance and lives of their workers.
According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21 percent compared to those who never coach.
Join BizLibrary's Libby Mullen, as she uncovers key elements of training you can implement to develop leaders that are able to create measurable differences in performance through coaching.
You will learn:
- The difference between coaching and mentoring
- How to assess, match and apply key coaching skills to align with specific employees and situations
- How to develop the most effective coaching models for your organization
- Skills development exercises to include in your training design
A "coaches’ toolkit" that includes emerging competencies for managers and leaders
5 Ways to Build a Better Leadership Development Program - Webinar 05.14.14BizLibrary
In this webinar we'll provide you with four best practices from Fortune 500 companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
- An integrated talent management strategy in which leadership development plays an integral role
Developing the Coaching Skills of Your Managers and Leaders [Webinar 04.13.16]BizLibrary
What are the obligations of managers? The answer to this question varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. Managers may have to perform well, depending upon a variety of situations at various places along a continuum, ranging from ensuring employees comply with established processes and procedures at one end, to career development and skill improvement towards the other end. Who’s to say which of the outcomes is more or less important? In fact, we’d probably agree that the outcomes suggested by such a continuum are all important depending upon the situation. With so many possible outcomes and objectives legitimately competing for our managers’ attention, are there a set of uniform skills or competencies we can use to guide our managers ongoing training and development? In this webinar you'll learn:
Why coaching skills are important for your managers, leaders and organization
What is coaching and how to apply key skills to align with specific employees and situations
An overview of traditional coaching models and what you can do to improve them
How we can get managers to make time to coach
A "coaches toolkit" that includes emerging competencies for managers and leaders
The key difference between coaching and mentoring
www.bizlibrary.com
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
Best Practices for Developing Your Emerging LeadersBizLibrary
This document summarizes a webinar presentation about developing leadership programs. It introduces the presenters and provides an overview of 5 ways to unlock the hidden value in emerging leaders: 1) strong executive involvement, 2) tailored leadership competencies, 3) alignment with business strategy, 4) targeting multiple levels of leadership, and 5) learn by doing and application. It then discusses each of these 5 areas in more detail and provides examples and research to support developing effective leadership programs.
Sink or Swim? Supporting the Transition to New Manager | Webinar 08.11.15BizLibrary
60% of frontline managers fail within the first two years in their role. 26% felt they were not ready for the role, and 58% reported receiving no management training. What can you do to turn these numbers around?
www.bizlibrary.com
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
Sink or Swim? Keys to Helping Newly Promoted Managers Succeed | Webinar 05.13.15BizLibrary
Newly promoted managers face long odds for success. In fact, most of them fail. The sad truth of the matter is the failure rates for newly promoted managers can be attributed more to organizational failures than to the failures or shortcomings of the managers themselves. So, what can we do as HR and learning professionals to change the odds of success? In this program, Chris Osborn of BizLibrary will discuss effective strategies to tilt the odds towards success. After all, we promote people because we see them having the potential to succeed in their next role. So let's figure out effective ways to facilitate that success with changes in our approach to learning and development, support, and socialization.
www.bizlibrary.com
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Lezlie Stephens and Erin Boettge from BizLibrary are presenting on competency-based training. BizLibrary helps organizations improve employee learning. The presentation will discuss the relevance of competency-based training in today's workplace and provide a 7 step process for creating a competency-based training program. Key aspects of competency-based training programs include alignment with organizational goals, being employee focused, building on strengths, and improving performance.
Sink or Swim? Supporting the Transition to New Manager | Webinar 04.28.15BizLibrary
Newly promoted managers face long odds for success. In fact, most of them fail. The sad truth of the matter is the failure rates for newly promoted managers can be attributed more to organizational failures than to the failures or shortcomings of the managers themselves. So, what can we do as HR and learning professionals to change the odds of success? In this program, Chris Osborn of BizLibrary will discuss effective strategies to tilt the odds towards success. After all, we promote people because we see them having the potential to succeed in their next role. So let's figure out effective ways to facilitate that success with changes in our approach to learning and development, support, and socialization.
www.bizlibrary.com
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
Developing the Coaching Skills of Your Managers and Leaders | Webinar 09.09.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
Why coaching skills are important
Traditional coaching models and how we can improve them
Emerging principles and competencies for managers and leaders
The difference between coaching and mentoring
Collaboration
Supervision
www.bizlibrary.com
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
Sink or Swim? Supporting the Transition to New ManagerBizLibrary
“Managers on the front line are critical to sustaining quality, service, innovation, and financial performance.” Becoming a Manager, Linda Hill, Professor, Harvard Business School How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% - Achieving a high level of customer satisfaction*
76% - Achieving a high level of productivity*
73% - Achieving a high level of employee engagement*
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.In this webinar we'll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a development plan for your new managers and supervisors
* “Frontline Managers: Are They Given the Leadership Tools to Succeed?” Harvard Business Review Analytic Services, 2014.
www.bizlibrary.com
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
Similar to Sink or Swim? Supporting the Transition to New Manager - Webinar 04.24.14 (20)
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
Training Program of Dreams: If You Market It, They Will ComeBizLibrary
“I don’t know where to begin…. I’m not the expert. I don’t have enough time. I’ve tried this before.” Sound familiar? While marketing your training program can seem like a daunting task for HR and L&D professionals, it is actually much simpler than you might imagine. During this session, you will learn how to overcome these common challenges and understand the effect marketing has on your overall training program success.
This session’s key learning objectives:
-How to build excitement around your training program and drive utilization through a marketing strategy
-Examples you can use to measure the success of your marketing efforts
-An easy process to create simple resources that anyone can produce without marketing experience
Microaggressions what are they and how can i avoid using themBizLibrary
The document discusses microaggressions and their impact. It defines microaggressions as subtle behaviors or comments that communicate bias against marginalized groups. Examples are provided of racial, gender, and identity-based microaggressions. The document notes that microaggressions can negatively impact mental health and have costly financial impacts through discrimination lawsuits. Strategies are suggested for recognizing and addressing microaggressions.
Addressing Mental Health in the WorkplaceBizLibrary
Let’s face it: Work can be stressful. In fact, the Attitudes in the American Workplace VII report found that 80% of workers feel stress on the job, and nearly half say they need help in learning how to manage stress. Although the conversation around mental health is becoming less stigmatized, it’s still a difficult topic to discuss in the workplace. In addition to the red tape and legal concerns, leaders may not feel comfortable advising others because they, themselves, are also grappling with mental health concerns.
This complimentary Training Industry webinar, sponsored by BizLibrary, will empower human resources (HR) and learning and development (L&D) professionals to effectively and ethically address and support employees’ mental health and well-being on an individual and organizational scale.
This interactive webinar will provide actionable insights on:
The main causes and negative effects of stress at work.
Strategies for how HR and L&D can stop the stigma around discussing mental health.
Techniques for managing stress and anxiety.
How to Develop Agility Within Your Training Program to Help Your Learners Suc...BizLibrary
It is time to adapt your training programs. We are all talking about adapting learning in the face of disruption, but have you done it? We know these last few months have not been easy for anyone — and there’s probably not a lot of room left on your plate. However, this is the perfect time to transition your in-person training (ILT) courses to an online, or blended, format. Why? A PRNewswire study found that 66% of employees are working remotely right now. And, according to a study by The Grossman Group, over half of employees want to continue working from home after the pandemic. You must keep your learners engaged to ensure your virtual, or blended, training programs are successful.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Your host, Tom Braning, Product and Solutions Expert at BizLibrary, will break down the steps of transitioning your ILT program to a blended or virtual format seamlessly.
You will learn:
How to transition from ILT to a blended or online training format in a few simple steps.
Ways to build learning agility within your employees so they are prepared for the transition.
Strategies to keep remote learners engaged in your new training program.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
Libby Mullen from BizLibrary presented on developing competencies for effective program management. She discussed nine characteristics of effective program management including needs assessment, aligning goals and metrics, and gaining leadership buy-in. Mullen outlined the seven competencies of a training manager related to program management, soft skills, and business acumen. She provided a framework for gaining leadership buy-in that involves identifying needs, creating goals and metrics, and using reliable data.
How to Prepare Your Organization for a Safe Re-Entry During COVID-19BizLibrary
As organizations contemplate options for re-entry, a lot of questions emerge. How can everyone remain safe? What if someone gets sick? When is the right time to go back? Should we even re-open the office? With companies like Twitter and Google opting for their employees to remain home for an extended period of time or even indefinitely, it can be hard to know what’s best for your organization.
While there is not a simple answer to these questions, during the webinar, Director of Learning Culture and Talent Development at BizLibrary, Libby Mullen, is going to explain one thing that all organizations must do to make this transition as smooth as possible. Organizations must consider both employees’ physical and mental health and safety when creating their plan for a successful re-entry into the workplace.
Join Libby as she discusses these important topics and more during the webinar!
· How to prepare for re-entry before anyone steps foot into the office
· Why employees’ mental health must be taken as seriously as physical health during this time of uncertainty
· Guidelines and precautions from the CDC on how to safely return to work
· Assessments to uncover what is the right move for your organization
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many HR and L&D departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen.
The High EQ Leader: How Emotional Intelligence Can Impact Your OrganizationBizLibrary
The document summarizes strategies for developing emotional intelligence. It discusses the four facets of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Specific strategies are provided to improve self-awareness, self-management, and relationship management. A four phase model is presented for creating an emotional intelligence development plan for an organization: preparation, training, transfer, and evaluation.
Horizontal vs Vertical Career Pathing: How to Make Promotions WorkBizLibrary
Receiving a promotion is the epitome of an employee’s growth and success, but many companies are misusing promotions. As high performers reach their peak, they’re being promoted to managers solely based on performance. This type of career pathing is creating a domino effect in companies. The newly promoted managers often do not have the skillset to manage, therefore their employees become disengaged and your bottom line starts suffering more and more. How can we stop this domino effect from happening?
Join Tiffany Kummer from BizLibrary as she explains her strategy for career pathing using two different approaches, vertical and horizontal. Not everyone is meant to manage (or wants to), and that is okay. Tiffany will show you how you can still advance your high performers without putting them and your company in an unfavorable position.
What Makes a Great Employee Benefits Package?BizLibrary
With a new decade comes a new wave of employee benefits. According to SHRM, personalization of benefits packages is the #1 action companies need to take to win over this diverse and multi-generational workforce we live in. But, with the list of requested benefits growing, it can be difficult to know which benefits will have the biggest impact on your recruiting and retention efforts.
Join BizLibrary and BambooHR for a fireside chat-style webinar. During this webinar, you’ll get the opportunity to hear from two top HR experts as they discuss the evolution of benefits and which benefits are most popular, and give their advice on how to build a personalized benefits package that meets the demands of your top talent.
Key factors that have caused benefits to evolve, and the three most popular benefits today
How to make a personalized plan by combining traditional and non-traditional benefits
Strategies to create a benefits package that emulates your company culture
L&D's Role in Closing the Soft Skills GapBizLibrary
Organizations have tried all types of approaches to fill the soft skills gap. They’ve gone on hiring sprees, brought in consultants and even administered lengthy tests to candidates before hiring — but to little avail, as those gaps remain. What’s the next step? What are these organizations missing?
Training. Upskilling current employees is the most effective and cost-efficient way to bridge skill gaps and create an organization that’s ready for the future. But it doesn’t take just any kind of training.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Katie Miller will discuss the best training strategies to use when looking to close your employees’ soft skills gaps.
Training for Success: Balancing Compliance and Professional DevelopmentBizLibrary
Professionals within the banking and financial services industries are aware that the industry is in a constant state of change. Regulatory compliance demands banking and financial institutions provide training to remain compliant, which often causes supplemental training, that benefits your employees’ development, to be overlooked.
If you’re only providing compliance training to your employees, you’re missing the chance to give your organization and employees a competitive edge! Join Katie Koloj and Brianna O’Hara from BizLibrary as they explain the differences and benefits of compliance-only training verses overall professional development training in terms of your employees’ development. They’ll discuss how you can balance the compliance training required to keep your organization in business and the professional development training needed to give your organization a competitive advantage.
During this webinar you’ll learn:
• Defining compliance and professional development training
• How compliance training and professional development training can affect your organization
• Why balancing compliance and professional development training will help your organization succeed
• Three things to keep in mind when choosing your training methods
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
9 Characteristics of Top Employee Training ProgramsBizLibrary
The spotlight on organizations’ employee development opportunities continue to grow. When they feel the pressure, organizations look towards L&D and HR to create the perfect employee training program. But employee training is not effective in a one-size-fits-all approach. Organizations have unique challenges that must be addressed for their program to be successful.
There may not be one simple answer to building the perfect employee training program. But after working with training managers in various industries and situations, we’ve found nine characteristics that are consistently present in all the best ones.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Employee Development Analyst Katie Miller will explain how to build the nine predictive elements of a top program into your employee development strategy, creating a program that will help solve the unique challenges at your organization.
This interactive webinar will provide easy-to-understand insights on:
- How to find or become a champion for learning at your organization
- Building a training program that reaches learners at the right time and place, to increase utilization
- A step-by-step plan designed to master the nine elements and build a top training program
How to Develop High Potential Employees in Your Organization BizLibrary
Your people are your organization's most valuable asset; training and developing people for new positions and challenges is not only more cost effective than hiring new talent, but it also helps them stay engaged. The problem is that many organizations struggle to identify the best development strategies and career paths for their employees. And when employees — particularly high-potential employees — feel as if they don’t have the right growth opportunities in your organization, they’ll go looking elsewhere.
How to identify employees’ strengths, including those that are less visible
Strategies for developing high-potential employees
How to motivate and retain your people
How to Build a Learning Culture to Inspire Employee GrowthBizLibrary
This document discusses the importance of investing in employee learning and development. It notes that employee training and development was the top area of investment for HR in 2019 according to a Payscale study. It provides reasons why companies should invest in this area, such as increased employee engagement, retention, and productivity. It then offers tips on how to motivate employees to prioritize their growth, how to create a learning culture, and a 7-step plan for building such a culture.
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
2. 6,000+ Courses. 25 Topic Areas.
Unlimited Access.
Improve your employees' performance with the
largest and fastest-growing library of on-demand
training videos and eLearning courses today!
3. How would you describe your
current training for new
managers and supervisors?
a. Fantastic! A process-driven, blended
approach with targeted learning
and competencies
b. Good – we have a formal process
and program, but I’m looking for
some ideas for improvement.
c. Just getting started – we don’t have
a formal program in place, but
usually cover the basics.
d. We throw them in and hope they
know how to swim.
4. What is the biggest challenge
faced by new managers?
a. Dealing with issues between co-
workers
b. Motivating team members
c. Performance reviews
d. Finding the resources needed for
support
e. Creating career paths
5. What You’ll Learn:
1. The transition to a new role
and change management
2. Succession planning
3. How to develop great
managers.
4. The
management/leadership
mix
5. HR Law and Preparing to
supervise
6. BIZLIBRARY.COM
Problems with direct supervisors account
for 49% of disengaged
employees.
SOURCE: EMPLOYEE ENGAGEMENT VS. DISENGAGEMENT,
CUSTOMINSIGHT DEC. 2012
49%
58%
of new managers receive NO
management training!
SOURCE: CAREER BUILDER SURVEY
MARCH 2011
of new managers felt they weren’t ready.
SOURCE: CAREER BUILDER SURVEY MARCH 2011
26%
7. ...if employees' relationship with their
managers is fractured, then no amount of
perks will persuade the employees to
perform at top levels. Employee
engagement is a direct reflection of how
employees feel about their relationship
with the boss.
SOURCE: SELF-DETERMINATION THEORY AND FACILITATION OF
INTRINSIC MOTIVATION, SOCIAL DEVELOPMENT AND WELL-BEING,
AMERICAN PSYCHOLOGIST ASSOCIATION
9. The transition from individual contributor to
manager represents a profound
psychological adjustment — a
transformation — as managers contend
with their new responsibilities.
New managers must learn how to lead others, to win trust
and respect, to motivate, and to strike the right balance
between delegation and control. It is a transition many new
managers fail to make.
SOURCE: Linda Hill, Associate Professor,
Harvard Business School
11. Succession
Planning
• Process and preparation.
• Training and development
aligned with business strategy.
• Targeted to close competency
gaps.
12. BIZLIBRARY.COM
Phases Pre-Promotion Post-Promotion
Consideration Exploration Transition Adoption
Time Frame 1+ Year 1 Year or Less 1st 100 Days 6-18 months
Focus Selection Roles and
Responsibilities
Processes
and
Procedures
Professional
Identity
Information
Activities • Seminars
• Informational
interviews
• Job
shadowing
• Focus groups
• Training
(Formal &
Informal)
• Acting
Manager
• Job Rotation
• Project
Manager
• Training
(Formal &
Informal)
• Mentoring
• Networking
• Training
(Formal &
Informal)
• Mentoring
• Feedback
• Peer
Evaluation
A Succession Plan for First Time Managers, Maria Plakhotnik and Tonette S. Rocco,
T&D Magazine, December 2011
13. BUILD A NEW MANAGER
CURRICULUM
WHAT IS SUCCESS?
HOW DO YOU KNOW?
WHAT ARE THE KEY
COMPETENCIES?
WHAT ARE THE
SUPPORTING BEHAVIORS?
WHAT ARE THE GAPS?
26. LEGAL AWARENESS
Legal responsibilities as a manager.
Employment laws, practices and regulations.
• Sexual harassment
• Disability
• Substance abuse
• Privacy
• FMLA
• Workplace violence
CHECK OUT BIZLIBRARY’S NEW SERIES
HR LAW FOR MANAGERS!
28. 1. The transition to new manager is difficult. By being
prepared and planning ahead we can help our
employees succeed.
2. We should look at succession planning and leadership
at all levels of the organization.
3. Build a curriculum and development plan based on
what success looks like in your organization. Your plan
should include management and leadership
competencies and the basics of HR Law.
KEY POINTS
29. LEARNING OBJECTIVE TIME FRAME DEVELOPMENT ACTIVITIES
Understanding Your New
Role and Responsibilities
First 30 days eLearning Course: First
Time Manager –
Understanding a
Manager’s Role
eLearning Course: First
Time Manager – Meeting
Expectations
Video: Going From
Coworker to Boss
Becoming a Successful
Manager
Bi-weekly – First 12 months Meet with Mentor
HR Law- What You Need
to Know
First 90 days Video Series: HR Law for
Managers
Leadership –
Collaboration
First 30 days Video: Collaboration
Creates Value
BUILD A NEW MANAGER CURRICULUM
31. BIZLIBRARY.COM
Course: Let Managers Learn From
Their Mistakes
Target: Managers
Course Title:
QuickTalks: Rob Kaplan:
Leadership Lesson: You Must
Ask the Right Questions to
Adapt
Target: Leaders at All Levels
32. BIZLIBRARY.COM
Free trial of the BizLibrary Collection
6,000+ Courses. 25 Topic Areas.
Unlimited Access.
Improve your employees' performance with the
largest and fastest-growing library of on-demand
training videos and eLearning courses today!
33. BIZLIBRARY.COM
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary